In the era of 'Intense focus on D&I' and #MeToo...
It's 2020 and we still seem to be needing organizational initiatives to make ~50% of the human race feel "included"! Wonder why... Walk into any organization and it's a stunner if the business leader, the budding high-potential mid-management exec, the well-established technologist and the unsuspecting HR lead are not at logger heads for their share of the pie called D&I (whooops I&D is a cooler way to address it, no?) Setting insane targets for Attracting & Retaining Women (esp at senior roles), Person With Disabilities and people with differing sexual orientation (to exhibit organizational support to the LGBTQ community) seems to be the mantra.. And yet year after year, the actual vs. target numbers fail us and the reasons remain similar - "Oh she was not as good as she was in her previous role - She lost the plot (and the Gravitas too perhaps!?) ever since the promotion!"... "Oh, his issues were beyond the disability he mentioned